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当前位置:网站首页 > 选题指导 > 论文指导 > mba论文开题报告

mba论文开题报告

    作者:本站    [ 2012-6-13 15:31:55 ]

 【字体: (右键暂停)     

代写论文
MBA论文开题报告的写法

先选好论文题目:

选题注意三点:

1、符合专业方向,理论与实际结合、实操性强。

2、自己有兴趣的。

3、自己熟悉的。

4、自己已掌握了较多资料的。别瞎撞闯。

下面是结构(与你们须进入的系统内的结构完全一致。建议先别进系统,先按规范写好,经导师审阅通过后再拷贝入系统。)

学号

姓名

研究方向

论文类别

论文题目

研究目的

研究设计方案、预期结果

所需条件和完成时间 (附细化到三级目录的论文纲要)

下面是各栏如何填

学号

姓名

研究方向 人力资源管理

论文类别 应用研究性论文 管理(设计)

论文题目 用自己定的题

研究目的

(“目的”是在理由、原因基础上说清楚自己最终想实现的东西,可在介绍研究对象简单背景基础上说明为什么要选这一题目(的原因或必要性),然后指出论文设计目的。

研究设计方案、预期结果

研究设计方案:应该写你的研究思路、方法、技术路线,先作什么、再作什么。

预期结果:毕业论文完成、尤其论文研究得到的东西或设计的方案

所需条件和完成时间(附细化到三级目录的论文纲要)

常见所需条件为:(结合你的选题修改)

1、获得导师的指导和帮助;

2、查阅相关的图书期刊资料,掌握XXX方面的基本理论、技术和方法,广泛阅读相关的实证研究案例;

3、熟悉相关的法律法规,特别是对科学院相关的薪酬制度进行了解和熟悉;

4、需要对本地区、本行业的薪酬水平进行调查;

5、全面了解目标单位在薪酬体系方面的情况,查阅相关资料,进行相关的书面调查或面谈,希望得到单位相关领导和员工的支持和帮助。

完成时间(例):

2010.02-2010.03:完成论文开题。

2010.03-2010.04:完成文献调研,撰写文献综述

2010.04-2010.05 :完成问题调研、原因分析

2010.05-2010.06 :模型构建,对策分析

2010.06          完成论文中期报告

2010.06-2010.07:完成论文初稿

2010.07-2010.09:论文修改,完成论文定稿

2010.09 递交答辩申请

2010.09-2010.11 准备答辩

(附细化到三级目录的论文纲要):即附上你的论文的“章、节、目”三级写作提纲。

下面提供一份具体的例子:

学号

姓名

研究方向 人力资源管理

论文类别 管理(设计)

论文题目 S研究所薪酬体系设计

研究目的

薪酬体系是人力资源管理系统的一个子系统,它向员工传达了在组织中什么是有价值的,并且为向员工支付报酬建立起了政策和程序。一个设计良好的薪酬体系直接与组织的战略规划相联系,从而使员工能够把他们的努力和行为集中到帮助组织在竞争环境生存和发展的方向上去。S研究所作为科学院下属的一个研究所,是高技能、高学历和高层次人才最为集中的地方之一,目前共有各类工作人员1000多人,其中知识员工占有相当大的比例。S研究所先后执行过以资历为中心、以岗位为中心的薪酬制度。2006年~2007年,国家对事业单位工作人员的收入分配制度进行了改革,明确提出我国的科研事业单位实行岗位绩效工资制度。S研究所根据相关文件要求,目前已对工作人员的基本工资按国家统一的工资政策和标准进行了调整,但没有对绩效工资、津贴补贴、激励性薪酬(奖金)和福利等部分进行优化设计和调整,还没有形成完全体现以岗位绩效为中心的完整薪酬体系。本次研究主要从S研究所人员结构及特点入手,在借鉴国内外科研机构薪酬体系先进经验的基础上结合S研究所实际从薪酬结构、岗位职务设计、岗位价值评价、岗位绩效考评和绩效奖励分配等方面对整个薪酬体系进行优化设计,以期形成一套符合研究所实际情况和时代发展潮流的完善薪酬体系。

研究设计方案、预期结果

研究设计方案:

本文以现代薪酬管理理论为指导,按照提出问题、分析问题、解决问题的思路,坚持理论实际相结合的原则,以S研究所为研究对象,结合该所的发展战略,在对该所旧有的薪酬体系的问题研究和分析的基础上,采用规范、科学方法设计一套适合该企业目前发展状况的薪酬体系。研究设计详细思路还可见三级大纲(附后)

预期结果:                              

通过对国内外科研机构薪酬制度的对比分析并结合S研究所实际设计出一套科学合理的薪酬体系,该体系应该能体现足够的内部公平性、激励性,并具有一定的外部竞争性。希望工作人员能够通过该薪酬体系了解自己的薪酬具体与那些因素密切相关,从而明确自己的岗位职责、组织的价值倾向以及努力方向,同时对工作人员的职业生涯规划提供一些参照和启发。

所需条件和完成时间(附细化到三级目录的论文纲要)

常见所需条件为:(结合你的选题修改)

1、获得导师的指导和帮助;

2、查阅相关的图书期刊资料,掌握薪酬管理方面的基本理论、技术和方法,广泛阅读相关的实证研究案例;

3、熟悉相关的法律法规,特别是对科学院相关的薪酬制度进行了解和熟悉;

4、需要对本地区、本行业的薪酬水平进行调查;

5、全面了解目标单位在薪酬体系方面的情况,查阅相关资料,进行相关的书面调查或面谈,希望得到单位相关领导和员工的支持和帮助。

完成时间(例):

20083月,完成论文开题报告;

20084月,收集整理相关的图书期刊资料,着手对目标单位相关资料的收集;

20085月,分析相关资料,完成相关的调查并对结果进行初步处理;

200868月,完成论文的撰写并提交导师修改;

20089月,完成论文修改,定稿工作。

 

附细化到三级目录的论文纲要:

 

1 引言······································································································· 1

1.1 本文的研究背景和目的···················································································· 1

1.2 国内外研究现状和发展趋势········································································· 1

1.2.1 国内外研究现状··············································································· 1

1.2.2 薪酬设计发展趋势················································································ 2

1.3 研究方法和研究内容···································································································· 3

1.3.1 研究方法······························································································ 3

1.3.2 研究内容······························································································ 3

2 薪酬相关概念及国内外科研机构薪酬体系比较分析············································ 4

2.1 薪酬相关概念·············································································································· 4

2.1.1 薪酬概念············································································································ 4

2.1.2 薪酬体系设计的理论基础··················································································· 4

2.1.3 薪酬模式············································································································ 6

2.1.4 薪酬体系设计原则······························································································ 8

2.2 国内外国立科研机构薪酬体系比较分析······································································ 10

2.2.1 各国国立科研机构的基本概况·········································································· 10

2.2.2 人员管理·········································································································· 12

2.2.3 岗位管理·········································································································· 13

2.2.4 绩效管理·········································································································· 13

2.2.5 薪酬模式与结构······························································································· 13

2.2.6 福利与非经济性报酬························································································ 14

3 S研究所现行薪酬体系分析·························································································· 16

3.1 S研究所概况·············································································································· 16

3.1.1 S研究所的组织结构·························································································· 16

3.1.2 S研究所的人员结构·························································································· 16

3.2 S研究所薪酬体系诊断分析········································································ 17

3.2.1 S研究所薪酬制度沿革及现状············································································ 17

3.2.2 薪酬满意度调查······························································································· 19

3.2.3 S研究所薪酬体系存在的问题及其分析······························································ 20

4 S研究所薪酬体系优化设计·························································································· 23

4.1 薪酬战略和薪酬体系优化设计目标·································································· 23

4.1.1 薪酬战略·································································································· 23

4.1.2 薪酬体系优化设计目标····················································································· 23

4.2 岗位分析与评价··························································································· 24

4.2.1 岗位分析·································································································· 24

4.2.2 岗位评价······························································································· 29

4.2.3 岗位管理制度··························································································· 36

4.3 薪酬市场调查············································································································· 36

4.4 薪酬体系设计············································································································· 37

4.4.1 薪酬结构设计································································································ 38

4.4.2 经济性报酬设计····················································································· 39

4.4.2.1 基本工资············································································· 39

4.4.2.2 津贴和补贴····························································································· 39

4.4.2.3 绩效工资································································································ 41

4.4.2.4 福利······································································································· 46

4.4.3 非经济性报酬设计···························································································· 47

4.4.4 薪酬体系的管理······························································································· 48

5 S研究所薪酬体系的评价····························································································· 50

6 结论············································································································· 52

参考文献······························································································· 53

附录A··········································································································· 55

附录B·················································································································· 58

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